Best practice review - work based learning Literature

Best practice - work based learning - Literature review Example Recognizing the importance of learning for development and has led to the origination of large number of methodologies. The single objective working behind development of leanings methodologies has been to improving the level of effectiveness.Among various methodologies introduced for the purpose, Work Based Learning is most recognized and accepted one. As the name signifies Work Based Learning refers to the learning that predominantly takes place through work (Garnett, 2001). Learning in work place maintains focus on job. Work based learning is being associated with on job training, skill development and experiential learning that is being provided to the students in the employment environment; hence reducing the gap of between pedagogical learning and work based experiences of learning and doing. Though considerable development is being made on the matter and great variety of models and themes have been devised there is still gap existing between the work-based learning demands as the opportunities facilitated by the workplace to align on same page. Hence, along with development of the field towards success the criticism has also been coming along. REVIEW FROM LITERATURE Eraut and Hirsh (2007) have suggested in contrast to the traditional forma l learning settings; work based learning is accredited with greater knowledge and skill development along with higher level of effectiveness based on the knowledge that is adopted by being part of the work environment . It further refers that strength of the knowledge is developed from responding to the issues originating from pieces of work. Work based learning is not only regarded as the form of combination of theory and practice but at the same time it is conceptual development that has combination of explicit and tacit forms knowledge (Brodie, and Irving, 2007). The combination of the explicit as well as tacit knowledge is further generated from the dual aspects facilitated from the knowledge. Learner in the work b ased learning environment develops tacit and explicit knowledge on both levels of individual as well as collective level as given presented below: (Raelin, 1998) Hence, the combination of the work based learning best practices has to facilitate the combination of these factors in a negotiated combination in order to achieve the effective and robust results (Lester, 2002). Settings; however, may vary with respect to the need of the learner and the facilitator. For instance, the methodology of work based learning that is applied at Middlesex University is of format that has negotiation as critical element. Work based learning in Middlesex University is designed with high level of negotiation between the parties involved such as the learner, the facilitator as well as the employer that provides learning set up. Such negotiated learning results in developing the learner that reflects greater commitment to work and self development. However, the commitment of learners within this format and self development is dependent on the level of motivation provided by the employers; especially in work activities that does not offer learner some level of discretion with respect to decision making as well as authority to take action (Zembylas, 2006). Work based learning settings also offer a distinctive form of learning where learners are provided with conceptual development. The learning is since provided with vocational training therefore the conceptual development is conducted with experiences and reflections (Reeve, and Gallacher, 2005). Further, the concept of action research that facilitates learning with conducting research in order to solve the real world problems is also accepted influential methodology. In the mentioned settings the solution to the problem is more democratic as it is arrived by collaborative discussions on work place or any other structured format that falls in the category of work based learning. Hence, in every context the success is derived from p ragmatic concept of

PET HOUSE Coursework Example | Topics and Well Written Essays - 2750 words

PET HOUSE - Coursework Example This report aims at conducting an analysis of Mungo and Maud with respect to its mission, vision and team structure, along with other factors that may impose considerable effects on its adopted process of New Product Development (NPD). The report also presents a reflection upon the structure, performance, innovation and creativity of Mungo and Maud during the process of NPD with due significance towards the benchmarking techniques used by the company. Vision is a statement about what or how a team would like the things to be. It can be regarded as a brief picture of future possibilities and attainments that the team shall be striving to create in due course of time (Grusenmeyer, 2014). Correspondingly, the vision considered developing the NPD process of Mungo and Maud, and accordingly for the team will be concentrated on preserving the uniqueness of the company and its brand image among the worldwide customers that are suitable for the pets’ comfort. Hence, three key elements will be considered as important in the vision of the team, i.e. uniqueness, quality and availability. A mission statement, in general, can be defined as the strategic direction to achieve the determined goals with proper usage of the available resources, in combination with the pre-defined vision of the team and the organisation (Grusenmeyer, 2014). Accordingly, in the context of Mungo and Maud, the mission of the team will be to ensure that the customers are served with superior quality of products, which are diversified in various market segments and product lines including human clothing and stationeries, pet products and gift items for humans and pets. Moreover, the team will also strive to offer its products in a quality assured by reasonable price to satisfy customer affordability. Team structure is referred as the group of professionals with various

Explain how the management practices of planning, leading, organizing, Essay

Explain how the management practices of planning, leading, organizing, staffing, and controlling are implemented in your place o - Essay Example Leading – is the process where all the organizations resources, including manpower, are effectively led towards the fulfillment of the stated objective. It includes motivating the people to optimize their performances. Organizing – determines the tasks that need to be done to achieve the stated objectives and goals. The organization’s structure is also defined at this stage where functions can be effectively dispensed and to establish who decides what. Staffing - is the stage or process of determining the personnel who can do the job best. It also involves the determination of how many people are required for a task to be accomplished. Controlling – is the tool where management can measure its actual performance compared to the intended plan. Through controlling, management is enabled to apply corrective measure if there is a deviation in performance vis-a-vis intended plan. II. How are these principles implemented in the workplace? I used to work in a sta rt up fast food chain and was involved in setting up of its new branch. I was a new employee and was assigned to tag along the branch manager and was asked to perform as a support system to the setting up of the new branch. My functions then are not clearly defined as I was involved in almost all aspect of the business but it gave me an insight on the different aspect of management. It gave me an idea that running a business is both a science and art where there are principles that needs to implemented and also tools to be used for the successful management of a business enterprise. The first stage: Planning Before going to the actual site, and doing anything the manager first planned on what to do and how do we intend to things. From what I recall, the objectives must be first established as a core part of planning. In our case, the first and most important objective is to make the store operational in three months within a specified budget. Schedules were then established along wi th commensurate tasks that need to be performed for the objective to be realized. Management tools were employed such as the Gantt chart, Program Evaluation and Review Technique (PERT) and Critical Path Method (CPM) to ensure that everything will go on schedule to realize the objective of opening the store in three months (Gomez-Mejia, 2002). The planning stage took a while because it involved several studies to determine on how some functions can be done with a smaller budget and shorter period of time. Example for this is the consideration on how the physical be set up at a lesser cost. Leading When the objectives were already clearly defined and the tasks needed to accomplish were already enumerated, the Branch Manager, has to pull its human resources together and direct our efforts and energy towards the fulfillment of tasks on schedule. In addition of clearly defining what needs to be done in a specific time-frame to accomplish our objectives, the Branch Manager also motivated his people by giving favorable write-ups and small incentives if we accomplish tasks within the stated time-frame (Gray, 2008). Organizing After defining the tasks involved on how to accomplish our objective, tasks were then specifically assigned to each employee where we are responsible for its completion. Task varies after the completion of each task and is usually time bound. The branch manager had to check time to time to ensure that each one of us is within schedule and that there is no duplication of work to

ASP.NET and the three tier architecture Essay Example | Topics and Well Written Essays - 1000 words

ASP.NET and the three tier architecture - Essay Example The user interface or the front end of the website with all the static and dynamic pages that are visible to the end user is the presentation layer. The presentation layer can be developed as soon as the design of the website has been finalized. The HTML (HyperText Markup Language) pages and the CSS (Cascading Style Sheets) are coded to develop the template for the front end (Ramirez, 2000). It is essential that this layer is user – friendly and has a simple and effective set of navigation rules. The presentation layer just displays the data to the end user and it never communicates directly with the database. The business layer has the business logic for the website operations. It can also be said that the data for the dynamic sections of the template are rendered by the business layer and also the user inputs are validated and processed by the business layer. The business layer acts as a mediator between the data layer and the presentation layer (Mitchell, 2006). The business logic for the operation of the web application resides in the business layer. By having the entire business logic in a separate layer, it is every effective to modify the logic in this layer and the content gets modified in the presentation layer automatically at all necessary locations. The data layer interacts with the database using stored procedures and queries to retrieve or store data in the database. The data is returned to the business layer which then processes the data and passes it on to the presentation layer accordingly. By separating the data layer, it is very simple to create functions (in this case, stored procedure) once and use them at all required places in the business layer. This reduces the code repetition to a great extent and also makes the code maintenance process very efficient. It is clear that the various parts of the functions of a client – server architecture have

Kikujiro and Kitano Movies Movie Review Example | Topics and Well Written Essays - 1500 words

Kikujiro and Kitano Movies - Movie Review Example Indeed, as a follow up to his most notable work "Hana-bi," or "Fireworks," this film seems to have gone unnoticed for the most part because of its veering toward the usual Disney-like story of a crabby old man hitting the road with a dejected kid, but then, we're talking about Kitano. He was able to make the movie look fresh, original, and even surprising. He was also able to show that his works shouldn't be stereotyped at all to the yakuza films he made, which are filled with "juxtapositions of life and death, ugly violence and beautiful serenity - and usually end bleakly with suicide." The movie may be looked into as somewhat having two unique parts, with the first part the more gilt-edged portion. The first half focuses on the journey for the most part. The audience follow the seemingly incompatible pair through various risky adventures such as when they hitchhiked and raced among cyclists. Everything else that happen afterwards has its foundation on the search for Masao's estranged mother in another part of Japan and surprisingly brings on laughs. The second part isn't that quite spectacular though. ... The result is that some scenes became a drag to some because of repetitive scenes of adults acting like children such as when Kikujiro forms an assorted crew of misfits to play with Masao and have them dress up as aliens, Indians, marine life and even watermelons. Nevertheless, with Kitano's concept of building a friendship between the most unlikely of people, it really makes for an admirable and interesting story. It is also interesting to note that Masao's scrapbook seems to provide the structure for the movie giving each chapter a fair description. Each chapter offers a well-defined character that is, in different turns, hilarious, playful, surreal, disturbing, and heartbreaking. For one, Kitano is bold enough to use a child molester as an unlikely source of black humor and subject of any child's nightmare. The variations in tone between the chapters help in orchestrating unexpected tonal shifts and works to add to the context of the story. The theme: Alienation and inclusion Kitano was also able to look into the theme of both alienation and inclusion in his very own Japanese society. In fact, the two main characters, and even most of those who help the duo along their journey, can all be considered as unwanted by the society as they were not really a part of any conventional family or group structure. The characters, on the other hand, who live a more unquestioned lifestyles are frequently conflicting with the movie's protagonists. At the onset of the story, Kikujiro reacts to their alienation with anger while the nine-year old Masao with sadness. But along their expedition, they begin to discover similarities between themselves and the circumstances in Toyohashi become a turning point for the protagonists to

Discuss and Examine the Free movement of Lawyers to provide services Assignment

Discuss and Examine the Free movement of Lawyers to provide services and establish a practice in another Member State of the Eur - Assignment Example Heremans (2010) indicated that by ratifying several laws the EU’s actions are geared towards integrating the national systems for legal practice within its jurisdiction. This paper is aimed at assessing the structures guiding the legal practice within the larger European Union. The main challenges facing the regulations and the implications of legal practice within the territory are also covered in this paper. In understanding these issues, the paper analyses the Treaty upon which the European Union is anchored, EU Directives on legal practices within the region, and authorities issued by the European Court of Justice (ECJ). This paper focuses on movement of legal professionals within the European Union to provide services. History of EU Regulations Hill (1995) noted that the establishment of the statutory structures for legal practice within the EU is a process that has lasted for many decades. The issue first arose in 1957 when various countries within the region signed the EU Treaty (Hill, 1995). The then Article 59 provided for the freedom to legal practice within the territory. ... Article 50 also states that without partiality to the letter and spirit of Article 43, which confers upon EU citizens the right of establishment, a legal specialist may briefly render services in another country where the client is based, under the national legal structures of the place of service. Article 43 covers actual carrying out of economic activity in different EU Member States everlastingly by integrating into the economic system of that state (Tucker, 1997). Regardless of its unifying foundation, Giesen (2005) has noted that the EU Treaty is only the universal legal structure guiding the free movement of people and services across states within the EU and falls short of providing the finer details of service provision. In light of the EU legal limits, the invocation of the freedom of establishment is dependent upon secondary laws, which are passed to complement EU regulation of service provision in particular fields (Hill, 1995). ECJ Authorities At first, the issue of wheth er a legal practice needed to be excluded from the universal liberal clauses supporting freedom to offer services and the establishment of one’s self was contentious (Hill, 1995). Notably, the EC Treaty provides for exceptions only where freedom to render services and establish oneself may have an impact on execution of national government policy (Giesen, 2005). But Guild (1999) noted that the activities of legal professionals have no bearing on the implementation of government policy. In light these ambiguities the ECJ has delivered landmark rulings in favour of economic integration. Previous verdicts of the European Court of Justice (ECJ) have been imperative in setting aside the legal hindrances imposed by member states on individuals who are willing to enjoy their right to

Leading a Diverse Workforce Essay Example for Free

Leading a Diverse Workforce Essay 1.0Introduction This report is an introduction to the circumstances of the diverse workforce. It explains the causes of diverse workforce leads into past, present trends. Where focus has centred on the consequences, there are some advantageous and disadvantageous outcomes which lead to â€Å"pay-off† of the organization. Therefore, discussion moves forward to the difficulties that managers would face and the management solution. The report concludes with a discussion 2.0Causes of Diverse Workforce â€Å"Workforce diversity is a workforce consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national culture† (Naik, 2012). The emergency and development of diverse workforce is basically the result of globalisation, which is the current developing trend of the world. To meet the challenge of globalisation, it is extremely necessary for an organisation to have a diversity strategy than a domestic one (Naik, 2012). The diverse strategy enables the organisation to enlarge their customer base and market since the various backgrounds of employees make it much easier to communicate with global customers. There is also another cause of diverse workforce which is the requirement of the law and responsibility for the society (McInnes, 2013). There are usually some disadvantaged people in our communities who may suffer discrimination and a lot of hardships. In consider of that, the government has made anti-discrimination legislation to protect the rights of those disadvantaged people. Therefore, the organisation recruits people such as women, aboriginal and disabled individuals to form a diverse workforce as abid ance by the law and as a social obligation. 3.0Past and Present Trends The trends of the workforce diversity in the organisation are dramatically difference between past and present, for the aspect of gender, generation and cultural. As the globalisation is prevalent around the world, especially in Australia where the place is encouraging multiculturalism and immigration, there are more organisation engage the workers with different  cultural, it makes the workplace more diverse, such as the Vodafone and ANZ Bank. For example, ANZ Bank started to promote a diverse workplace since 1990s. They believed that the staff with a vibrant and diverse background and life experience can help to forge strong connections with all their customers. Besides, in the past, the women in the workplace were automatically assigned to temporary or part-time jobs because their first priority was taking care of their families. It shows that most of the gender work in an organisation is male. However, Department of Education and Early Childhood Development (2011, p.3) indicate s that â€Å"The proportion of women in the Australian workforce and in leadership positions is increasing since 1960 with 52% and compared with 70% in 2009†. Nowadays, most women tend to work as a permanent worker and do not see it as temporary because women are become more independent. Therefore, the gender diverse in the workplace has a huge change from homogeneous to diverse, thus the organisation have been learning to treat women as the equals of men and discrimination against female employees are now against the law. 4.0Consequences of Diverse Workforce 4.1The advantages of having diverse workforce First of all, it can increase an organisation’s creativity, flexibility and innovativeness (Cole, 2013). More fresh ideas and different perspectives could be provided by diverse employees from various cultural backgrounds and mind-sets since they are more willing to think outside of the box (Belcher, 2014). Secondly, the diverse workforce can attract more different customers as the employees are capable to communicate across cultural boundaries which therefore give the organisation a competitive edge and help meet the needs and wants of globalisation better (Belcher, 2014). What is more, the image and reputation of an organisation could be enhanced through a group of diverse people and then retention can be improved because it appeals to some other competent talents (Cole, 2013). Loyalty of employees would also be reinforced since they are in a fair and friendly working environment. Last but not lease, the proper utilisation of diverse workforce will result in greater producti vity (Belcher, 2014). 4.2 The disadvantages of having diverse workforce In fact, diverse can lead to a conflict and some negative effect. Jensen (2011, para. 10) demonstrates that â€Å"Communication is the key to breaking down the cultural; barriers between people†. As people with different cultural may easily have a communication problem, they will always cause misunderstanding which will harm working relationships and damage working environment and atmosphere. Therefore, a company ne beds a well planning to engage different background, culture, experience, ability and age of employees, and provide an effective policy on every member of the workplace. 5.0The â€Å"Pay-off† The advantages and disadvantages of diverse workforce are heatedly debated. As we mentioned above, a diverse workforce can assist an organisation in many aspects such as working environment, productivity and creativity. Generally speaking, a diverse workforce enables an organisation to be much better. Though a diverse workforce would cause some misunderstanding, the problems will be solved as long as the managers are able to handle it. Eventually, with the development of the diverse workforce, it turns out that the benefits outweigh the costs. 6.0Challenges for managers The change of workforce requires leaders to pay more attention to adjust policies for diverse employees made up of ages, genders, nationalities and more. Meanwhile, employees also need to know how to work and communicate with people who are different with dissimilar cultural background. â€Å"Diversity management practices are specific activities, programs, policies, and any other processes designed to improve management of diversity via communication, education and training, employee-involvement, career management, accountability and cultural change† (Cieri, Costa, Pettit, Buttigieg, 2008, p.6). The people with various cultural backgrounds a typical kind of diversity. They could forge strong connections with customers coming from diverse background; however, it might cause conflicts and misunderstandings because of their different understandings for things. In this case, in order to make full use of this kind of employees and force a nice working environment, managers are su pposed to deliver the concept of accepting and understanding other cultures and let the employees share  cultural value. Multigenerational team is another kind of the diverse workforce. Because of backgrounds, circumstances or the different education level, multigenerational workforce is much easier to bring about conflicts and misunderstandings. As a result, the function of leaders becomes significant and essential. They analyse and manage conflicts, organise all the work. More importantly, leaders know what kind of job each generation is qualified. For example, the younger generation is more likely to do the creative work while the older generation is better to do with the management. Conclusion As it enters the 21st century, workforce diversity has become an essential business concern. Diversity could be a positive factor to contribute to the local business, but misunderstanding is a major barrier. Australia as a developed country is attracting people from all over the world to come for study and work. Therefore, the government should make a comprehensive policy to improve diverse workforce issue, such as the working condition and foreign workers’ permission standard of the entrance system in Australia. Person with disability is a typical kind of diversity. They might have achievements that the normal people could not reach. Although they are not as efficient as others, they might have specific achievements that normal people could not reach. In this case, in order to make full use of them, leaders give this group more welfare as well as set up particular facilities to assistant them to work more efficiently and effectively. Reference list: Cieri, H., Costa, C., Pettit, T. Buttigieg, D. (2008). Managing a Diverse Workforce: Attraction and Retention of Older Workers. Retrieved from http://www.buseco.monash.edu.au/mgt/research/acrew/ageing-workforce-wp-2008.pdf Department of Education and Early Childhood Development (2011). Human Resources: Managing Diverse and Inclusive Workplaces, p.1-9. Retrieved from www.education.vic.gov.au/hrweb/Document/Mange-Diverse-Inclusive-Workplace.pdf Jensen, M. (2011). Special Issue on: Impacts of Diversity in the Workplace: Maintaining Open Communication. Aviary Group. Retrieved from www.aviarygroup.ca/special-issue-on-impacts-of-diversity-in-the-workplace-maintaining-open-communication/ McInnes, R. (2013). Workforce Diversity: Changing the Way You Do Business. Diversity World. Retrieved from http://www.diversityworld.com/Diversity/workforce_diversity.htm Naik, P. (n.d.). Challenge for Business Survival-Managing Workforce Diversity. IOSR Journal of Business and Management. Retrieved from http://www.iosrjournals.org/iosr-jbm/papers/7th-ibrc-volume-2/15.pdf